Global Human Recourse Management Report 2022

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT
GLOBAL HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

GLOBAL HUMAN RESOURCE MANAGEMENT1
Introduction
The group presentation report provides a detailed description of the reward programs
for the employees at Disney Corporation. Disney Corporation designs and provides a large
set of employee benefits in the form of employee reward programs. It is noted that Disney
provides a competitive reward package which covers monetary, non-monetary and fringe
benefits. The package particularly includes pay, health and saving benefits, time-off programs
and educational opportunities. This research report provides a detailed analysis of reward
program as the human resource practices. In order to derive a comprehensive insight about
the HRM practices, Disney Corporation has been chosen as the field of discussion especially
to connect with the real-world facts. The primary aim of the report is to identify and evaluate
HRM practice such as reward program in the organisation and develop a comprehensive
insight about HRM practices and its application to business.
Analysis and Discussion
As put forward by Ali and Ahmed (2009), a complete reward system can include all
efforts that an organization can apply at the time of recruiting, motivating and keeping
employees. In order to support the statement, Hansen, Smith and Hansen (2002) mentioned a
total reward system may include five elements like compensation, benefits, professional
development, and recognition as well as work life balance. Compensation significantly refers
to different kind of ways an individual or employee can earn money from the organisation.
This means it can fundamentally include base salary or hourly wage, however, it may also
include profit sharing and bonuses. Luthans (2000) mentioned that benefits significantly
refers to few mandatory and employer bonus. This means here the mandatory program can
include employees’ compensation as well as social security while the employer alternative
can include paid vacation time as well as some kind of pension program.

GLOBAL HUMAN RESOURCE MANAGEMENT2
Professional Development and Recognition
As put forward by Tessema, Ready and Embaye (2013), professional development
encompasses a wide spectrum of learning as well as advancement opportunities and certainly
this involves tuition reimbursement, mentoring as well as defined advancement tracks. This
can be well understood with the real world fact in which an organization can cover cost of
every individual in a department to particularly gain access to relevant online courses. This
concept is significantly found in the HRM practice of Disney Corporation launched growth
and development for all staff and cast through online learning tools and programs to
particularly foster the inclusion. It has also been identified that at Disney Corporation
almost 100% of the tuition paid upfront network school for both full time and part-time
hourly employees.
Work life balance:
According to Agwu (2013), work-life balance significantly refers to the action of
providing employees a fair chance to achieve their personal obligations or goals. In this
context, McManus and Mosc (2015) mentioned that some organizations may allow their
employees to come early or leave late and thereby, so they can spend the time with their
families. Likewise, the organization might develop volunteer programs and deliver childcare
subsidy or deliver stress-management resource. It has been identified that at Disney
Corporation provides affordable childcare at its Learning Centre locations that is operated
by Central Florida.
Furthermore, Ali and Ahmed (2009) mentioned that in a competitive business climate,
increasing number of business owners tend to look at the improvement in quality when
reducing the costs. Tessema, Ready and Embaye (2013) mentioned the fact that a stable and
effective economy always lead to tight job market. Thus, when the small businesses tend to